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COLLECTIVE AGREEMENT BETWEEN THE INDUSTRIAL AND COMMERCIAL WORKERS UNION (I.C.U) OF GHANA AND THE CROCODILE MATCHETS (GHANA) LIMITED

THIS AGREEMENT made this 12th day of November 2010 between the Industrial and Commercial Workers Union (I.C.U) of Ghana (hereinafter referred to as the “Union”) officially certified under the Labour Act 2003 (ACT 651 Section 153) as the negotiating body for the terms and conditions of employment and non-employment and the conditions of labour which shall apply to all employees of the said Company for whom the Union has been certified to negotiate, and the Crocodile Matchets (Ghana) Limited (hereinafter referred to as the “Company”).

Article 1 - Purpose and Scope of Agreement:

This Agreement is intended to establish mutually satisfactory relationship between the Company and its employees and to promote the interest of both parties, as well as the welfare of Ghana.

The terms and conditions of labour including salaries and wages shall be those provided in this Agreement and shall be effective 1st January, 2010. These terms and conditions shall apply to all unionised workers of the Company.

Article 2 - Duration:

This Agreement shall become effective on the 1st January, 2010 and remain in force for a period of not less than two (2) years from such date. After twenty-two (22) months from the effective date, either party may give the other party, in writing, notice of its desire to continue such Agreement for a specified further period agreeable to both parties or notice of intent to amend specified provisions or to terminate the Agreement. The Agreement shall continue in force until a new Agreement is signed and effective date of salaries and wages agreed.

After twelve (12) months from the effective date of this Agreement, but only once during the two year period, either party may give to the other party a month’s notice in writing that it wishes to negotiate a revision in wages/salaries only, with reference to classification of employees specified in Appendix “A”. Until such revision is negotiated and effective date agreed, the present rates specified in such Appendix “A” shall remain in force.

Article 3 - Definitions

“Employees” shall apply to all employees who are classified in classifications specified in Appendix “A”.

“Working days” shall consist of a twenty-four (24) hour continuous period commencing with the beginning of an employee’s normal shift and shall normally exclude Sundays and Public Holidays.

Employees whose working week begins on a day other than a Monday due to the nature of their classification (e.g. Security Men, Guards) will normally observe the seventh day of their work as equivalent to Sunday.

“A month’s pay” shall mean a normal calendar month with payment at the rate of 1/12th of annual pay for normal working hours of each working day within that calendar month. Overtime and Incentive Bonus shall not be taken into account.

Article 4 - Engagement/Probabtion

(a) A copy of this Agreement with its Appendices shall be provided by the Company to each employee presently in the service of the Company and to each new employee on entering the service.

(b) The company shall give the newly engaged employee a letter of appointment stating:

i. Salary

ii. Salary Scale

iii. Effective Date

iv. Probation Period

V. Job Title

vi. Department Assigned

(c) An employee so engaged shall undergo a probationary period of three months and when he has given satisfactory service his appointment shall be confirmed in writing.

(d) Should the work of the probationer not prove satisfactory at the end of the probation period, Management shall have the option to extend the probation for a further period of three months.

(e) Unless informed in writing to the contrary, the employee who has completed his probation will be deemed to have been confirmed in the appointment.

(f)The employee’s service may be terminated in accordance with Section 15 of the Labour Act - 2003 (ACT 651).

(g) New employees shall first undergo physical medical check-up.

Article 5 - Union Shop-Membership:

(a) Every employee covered by this Agreement who has applied to be a member of the Union and shall maintain his membership with the Union to the extent of paying his membership dues uniformly levied against all Union members.

(b) At the written request of the Union, the company undertakes to deduct Union dues from the employee’s salary/wages and pay over the sums deducted as may be directed by the Union.

Article 6 - Working Hours

(a) The standard working hours for basic pay shall be 8 hours per day and 40 hours per week.

(b) The hours of work will be regulated by the company in accordance with the exigencies of the work and in consultation with the Union. Provided that the total number of hours worked for basic pay will not excced the standard working hours as laid down in (a) above.

(c) All night Watchmen shall start work at 6:00 p.m. and break-off at 6:00 a.m. the next day from Monday to Friday.

Article 7 - Overtime

(a) Employees who are required by the company or its representative to work in excess of working hours per day shall be paid overtime for work so performed.

(b) Except at his own request, no employee should be given time-off to off-set overtime entitlement.

(c) Overtime rates shall be as follows:

Monday to Friday .................................Time and a half

Saturdays...............................................Double time

Sundays and Public Holidays..............Double time

(d) Overtime shall be recorded daily and calculated on a monthly basis. Where the total time for the month contain a fraction of an hour, the fraction shall be treated as half of an hour for a period up to 30 minutes and as one hour for a period between 30 to 60 minutes.

(e) The Management will ensure that overtime is calculated from the middle of the previous month to the middle of the current month and paid together with the salaries/wages for the current month.

Article 8 - Public Holidays:

(a) Public Holidays recognised by the company shall those declared by the government from time to time.

(b) If a Holiday falls on an employee’s off day, he will receive Holiday pay in addition to his normal pay.

(c) If someone works on a Holiday, he will get his day’s pay plus double time.

Article 9 - Evening/Night Shift Allowance:

An employee who is required to work between 6 p.m. to 10 p.m. shall receive for each hour worked, an allowance calculated at 25% of his basic pay hourly rate. Similarly, an employee who works between 10 p.m. to 6 a.m. shall receive an allowance of 35% of his basic pay hourly rate.

Article 10 - Resignation/Termination - Notice:

(a) An employee who has completed his probationary period shall give or be given notice or pay in lieu of notice as follows:

i. After probation and up to three years of continuous service - two (2) weeks notice or pay in lieu thereof.

ii. After three years of continuous service - 0ne (1) month's notice or pay in lieu thereof.

(b) No notice or payment in lieu of notice shall be given to an employee who is summarily dismissed.

(c) Notice of termination of appointment or of resignation shall be in writing.

Article 11 - End-of-Service Policy/Benefits:

1.Redundancy:

(a) The Union shall be notified by the Company two calendar months when possible but not less than one month before any section or sections of the labour force are laid-off (made redundant).

Redundancy shall apply under the terms of the Labour Act 2003 (Act 651) section 65.

(b) In preparing a list of probable redundant employees, the principle of first engaged, last to be laid-off; the last employed first to leave should be the working basis, however, efficiency will be taken into account.

(c) Employees covered by this Agreement who have served the Company from one (1) year and above, who are terminated on the grounds of redundancy will be entitled to any accrued untaken leave and in addition three (3) months pay for each year served and pro-rata for any fraction of a year served. Notwithstanding the 3 months pay, the Standing Joint Negotiating Committee will meet to discuss a possible review of the rate at the time of any redundancy exercise.

(d) When subsequent employment arises in the company within six (6) months from the date employees were declared redundant, these employees may be given preference for re-employment. It is understood that any redundant employee re-employed under this Article shall be considered new employee.

2. Ill Health:

If in the opinion of the Company’s doctor or in the majority opinion of three Doctors, (an employee will seek second or third opinion at his own cost) one of them will be the Company’s Doctor, an employee is found not to be fully fit to resume his duties,. he shall be compulsorily retired.

3. Retirement Under Superannuation:

(a) An employee who attains the age of superannuation shall retire or be retired. Voluntary/compulsory retirement age shall be 55 years and 60 years for both male and female respectively.

(b) Between three (3) and six (6) months notice or pay in lieu of notice shall be given by either side in the case of Retirement.

Article 12 - Annual Increment:

(a) An employee will automatically receive a specified increment each year provided his performance has been satisfactory. If the increment is to be with-held the employer will notify the employee at least two months before the increment is due and also explain the reason for with-holding such adjustment.

(b) New employee in the employer’s service will not normally be eligible for an increment until the date of the salary year after completing twelve months service.

(c) Six per cent (6%) calculated on employee’s current monthly basic salary shall be granted as an automatic annual increment to all employees.

Article 13 - Pay Day:

Monthly wages and salaries shall be paid to the employees not later than the last day of the calendar month.

Article 14 - Promotions:

As far as possible and depending on suitable candidates being found, all vacancies will be filled by promotion from within the Company.

Employees will be informed through advertisement on Notice Boards or through internal circular and memoranda of vacancies as they occur to enable those in other departments or lower grades with requisite qualifications who desire to be considered for any vacancy to apply.

The criteria for determining employees to be promoted shall be based on merit, potential skill, physical and mental ability to assume the job and good conduct. All things being equal seniority shall be the determinant factor.

Article 15 - Acting Allowance:

(a) An employee who acts in a higher position than his own grade continuously for 10 working days shall be paid an allowance calculated as the difference between the salary of the acting employee and the salary of the grade in which he is acting or 30 per cent of the acting employee’s salary which ever is higher.

(b) An employee who performs all the duties of a higher position continuously for a minimum period of three (3) months and a maximum period of six (6) months shall be deemed to have been confirmed in that post at the end of the period unless advised by the employer to the contrary before the end of the six (6) months period.

Article 16 - Out of Station Allowance - Per Diem:

An employee shall be entitled to an out of station allowance when required to be absent from his normal place of work. The allowance shall be GHc 10.00 per night without food and accommodation or GHc 5.OO per night with food and accommodation for all categories of workers.

(a) Management will advise the Union three (3) months in advance of annual close down at which time operatives will be expected to take their annual leave entitlements.

(b) Annual leave is earned by the employee only after twelve (12) months employment with the Company.

(c) Annual leave must be taken except in those exceptional cases, when owing to pressure of work the Company makes a special written request to the employee to postpone his leave and the employee's agreement is received.

(d) An employee will report to the general office of the Company for particulars relating to his leave, one day before his departure for leave.

(e) Annual leave is counted by consecutive working days exclusive of Public Holidays, Saturdays and Sundays.

(f) On leaving the service of the Company on grounds other than summary dismissal and without giving the due notice, the employee shall be entitled to proportionate leave.

(g) Leave Period:

All employees covered by this Agreement will be given paid working days leave per year as

follows:

i. Less than 5 years-.......................................22 working days

ii. 5 years but less than 10 years-.................30 ” ”

iii. 10 years but less than 20 years-..............31 ” ”

iv. 20 years and above-..................................33 ” ”

Article 18 - Sick Leave:

1. Should an employee be absent on account of ill-health such absence being justified by medical certificate from a recognised medical practitioner, the employee shall be granted sick leave with pay on the following basis:

(a) All employees with more than 12 months service:

i. For the first 5 months full pay.

ii. For the subsequent 4 months 3/4 pay.

iii. For the subsequent 4 months half pay.

Thereafter, the grant of any further sick leave with pay will be at the discretion of the Company after the matter has been discussed with the Union.

(b) All employees with less than 12 months service, the granting of such leave with or without pay will be at the discretion of the company.

2. (a) An employee who is unable to present himself at work because of injuries out of and in the course of his employment shall be subject to the provisions of the Workmen’s Compensation Law 1987 regarding payment of salaries.

(b) Incapacitated employees shall be treated in accordance with section 50 of the Labour Act 2003 (Act 651).

Article 19 - Bereavement/Casual Leave:

The Management may grant compassionate leave with pay to any employee to enable him attend urgent and important personal affairs. The period of such leave will be determined by the circumstances of each case in consultation with the Union when necessary.

Article 20 - Maternity Leave:

(a) Where a female employee becomes pregnant, she shall be granted the annual leave or proportion thereof already earned by her in addition to three (3) months maternity leave on full pay. This leave, is to be taken on the production of a certificate from a registered Medical Practitioner or Midwife.

(b) Maternity Leave shall be additional to any entitlement to sick leave.

(c) On the advice of approved medical authority, the period of maternity leave shall be extended to at least eight weeks where the confinement is abnormal or where in the course of the same confinement two or more babies are bom.

(d) Approved absence from duty arising from pregnancy in excess of maximum period described in (a) and (b) above will be regarded as absence on the grounds of ill-health and the rule governing sick leave will apply.

(e) Maternity leave will count for increment.

(f) A Nursing Mother returning to duty after maternity leave will be given 2 hours a day during working hours for nursing her child for a maximum period of nine months.

Article 21 - Permission for Union Meetings:

The Company agrees that the Union is permitted to gather its members who are employees of the company on the premises of the Company for Union meetings having first obtained Management’s permission.

Article 22 - Leave of absence for union activities

An employee elected as an Officer of the Union or who is selected as a delegate to any Union activity necessitating leave of absence shall be granted such leave with pay. Written notice for such leave shall be given to the Company as far in advance as possible, but in no event, later than the day prior to the day such leave is to become effective. The length of the leave and its frequency in the year should be determined on the merits of individual cases.

Article 23 - Notice Board:

The Company shall provide a Notice Board placed conspicuously on the premises for the use of the Union.

Article 24 - Medical Facilities:

1. The Company shall provide free medical attention to all employees at a medical institution or clinic in the area of employment. However, when it is not possible for the employee to attend the factory clinic, it may be at an approved clinic, hospital or polyclinics. Maternity and Dental treatment will only be given by the Company’s Medical Officer or designated Medical Officer.

Spectacles or eye glasses, lenses, artificial teeth and other surgical appliances will not be provided except when given by the Company doctor or designated Medical Officer.

2. In cases of treatment during annual leave or emergencies after the normal working hours of the Company’s clinic or designated Medical Practitioner, the employee and his registered family may seek emergency treatment at a recognised medical institution or medical facility.

3. In all cases the employee shall produce a medical certificate to the Company and any claim for refund of charges must be accompanied by a statement with supporting documents of the charges incurred. Refund will be made if the claim is approved by the Company.

4. The Company shall provide also free medical treatment for the employee's family at the Company’s clinic, government hospitals or designated clinics on the following basis:

(a) One registered wife and five (5) children up to the age of 21 years if still a student.

(b) Medical attention will exclude the following:

Maternity, dental treatment, except when given by the Company’s Medical Officer, Spectacles or eye glasses, lenses, artificial teeth and other surgical appliances.

Article 25 - Canteen Cafeteria Facilities:

(a) The Company undertakes to provide one free meal each working day for each employee.

(b) An employee who is required in the course of his duties to travel outside his place of work during normal lunch period and cannot enjoy his free meal will be paid lunch allowance of GHc 2.50 plus 25% increase yearly.

(c) An employee held over to work overtime from one shift to the next period of four (4) hours shall be given an additional meal.

Article 26 - Protective Equipment Devices/Clothing:

The Company will provide protective equipment, protective devices and protective clothing in accordance with the Factories Act of 1970 (Act 328).

As a condition of employment, an employee is obligated to wear and/or use such protective items as are provided by the Company and failure to do so shall subject the employee to disciplinary action.

Employees furnished with protective items will sign a receipt for such items and will be responsible for their care and safekeeping. An employee will be surcharged with the replacement cost of protective items where the employee loses or damages the items through negligence.

Article 27 - Tool/Tools allowance:

1. The Company will supply to all workers, the tools required to perform the work of their designated classification.

2. Employees furnished with such tools will sign a receipt for such items and will be responsible for their care and safekeeping. Such tools lost or damaged through the negligence of the employee will be replaced by an identical tool and the replacement value charged to the employee.

3. Replacement of such tool because of reasonable usage will be made upon presentation of such unserviceable tool.

Article 28 - Uniforms/Work clothing/Bathing Soap:

(a) The Company undertakes to provide uniforms for its employees when necessary. The cost of maintaining these uniforms will be borne by the Company.

(b) Clerical staff shall be provided with uniforms and one (1) pair of shoes.

(c) The employees of the following Departments will be provided with four (4) cakes of toilet soap every month for bathing after the day’s work:

Workshop; Finishing; Polishing; Heat Treatment; Canteen; Moulding; Conservancy Labourers; Gardeners; and Store Labourers.

Article 29 - Transportation/Transport Allowances:

In the interest of punctuality, maximum efficiency and productivity, the Company shall provide transport to carry employees between the factory and agreed terminal points to and from their place of work.

Article 30 - Next of Kin/Beneficiary:

Every employee must give to the Company at the time of his engagement, and any alteration thereafter from time to time, the name and address of his/her beneficiary.

In the event of the death of an employee, the company will take due regard to the deceased’s wishes in the payment of monies and benefits due to the Estates, subject to any requirements that may be necessary in Law.

Article 31 - Recreational Programme:

The Company undertakes, whenever possible, to encourage sporting activities.

Article 32 - Ghanainization:

The Company shall make sure that Administrative and Technical posts on managerial levels are available to qualified Ghanaians and all facilities shall be attached to such posts.

Article 33 - Training Within Industry:

(a) The Company undertakes to train employees to enable them to become more competent in the performance of their duties and to fit them for promotion within the establishment.

(b) Where the employee is being trained for promotion, he will be acquainted with the post to which he may be confirmed if he successfully concludes the training.

Articlc 34 - Funeral Grants:

In the event of the death of an employee the Company shall donate GHc 55O.OO (Five hundred and Fifty Ghana Cedis) cash plus coffin and transport.

Regarding the employee's family, the Company will pay as follows:

i. Spouse- GHc 35O.OO

ii. Child up to 18 years but

up to 21 years if still a student - GHc 35O.OO

iii. Parent- GHc 2OO.OO

Article 35 - Individual Contract:

No employee covered by this Agreement shall enter into a separate contract of Agreement with the Company concerning the conditions of employment, wages and salaries as dealt with in this Agreement. In cases where cash security is required, the Union will be informed.

Article 36 - Discipline:

Where the conduct or service of an employee has not been satisfactory or where an employee commits an offence, he will be disciplined.

Before a disciplinary measure is taken a discussion will be held with the employee regarding the offence. At this time the employee will be given an opportunity to make a statement on his behalf.

1. Summary Dismissal:

Summary dismissal may be effected by Management in case of offences such as theft, deliberate act that could cause danger to the lives or safety of other people, fraud, dishonesty, and smoking in a prohibited area. Employees who are summarily dismissed shall not be given any entitlements or benefits.

2. Suspension:

If an employee is suspected of being guilty of any offence which would justify summary dismissal, Management may suspend the employee from duty while further investigations are carried out. During the period of suspension from duty the employee shall be entitled to be paid at the rate of half his basic salary, but if he is not found guilty of the offence alleged against him, the employee shall be reinstated in his employment and shall be paid the balance of his full salary for the period during which he was suspended.

3. Written Warnings:

Where the conduct or services of an employee have not proved satisfactory, or where he commits an offence which does not merit summary dismissal, he shall be queried and if a satisfactory answer is not given a written warning may be addressed to him with a copy to the Union.

After two (2) written warnings have been given, a third offence or continued unsatisfactory service within a period of twelve consecutive completed months’ service will give the Company the right to terminate the employment of the employee concerned.

Written warnings shall cease to be effective after twelve months. Before a written warning is given, the employee shall be permitted to state to his manager the answer to the offence of shortcomings which have been alleged against him. The Union will be informed of the facts in all cases of discipline.

Article 37 - Grievance Procedure:

In the event of any grievance, the aggrieved employee will report to the plant Union official who will take the matter up with the Management.

The Local Union Secretary will, if necessary, report to the Regional Industrial Relations Officer of the National Union to intervene. In all their interventions the spirit of the Labour Act 2003 section 153 shall apply.

Article 38 - Shop Stewards:

(a) The Management recognises the existence of Union Officials as Official Representatives of the employee in the employment.

(b) For the purpose of this Agreement, Union Officials shall consult with the Management or may be consulted on all grievances or disciplinary measures against employees with the view to resolving them before they become major issues.

Article 39 - Absence From Work:

(a) In the event of an employee covered by this Agreement absenting himself from work without permission, he shall be queried after resumption of duty and if a satisfactory answer is not given, he will be issued with a warning letter.

(b) In the event of any employee absenting himself for a consecutive period of 5 working days without any information whatsoever, he shall be regarded as having abandoned his work and replacement will be made.

(c) An employee who abandons his post will be replaced, however payment or non- payment of his benefits will depend on the circumstances of each case.

Article 40 - Certificate of Service:

On resignation or termination of any employee, a certificate of Service stating the period of service will be awarded when requested by the employee or his new employer.

Article 41 - Frustrated work

Where an employee reports for duty on his normal working day but he is ordered to stop work by the Company or any person in the authority of the Company before the employee completes the day’s full hour’s work due to no fault of the employee, he shall receive the full pay for the day.

Article 42 - Rates of Pay:

(a) Workers who are covered by the Agreement shall receive the rates of pay appropriate to their job classifications as shown in Appendix “A” of which forms part and is attached to this Agreement.

(b) Salaries/Wages shall be paid to staff not later than the last day of the month.

(c) If a new job is created that is comparable with classifications under Appendix “A”, the salary/wages shall be determined by negotiations between the Management and the Union.

(d) The effective date for the rates of pay contained in Appendix “A” of this Agreement shall be 1st January, 2010.

Article 43 - Long Servicc Award:

The following awards will be given for long service:

10 years service............. GHc 28O.OO plus a framed certificate and one (1) carton matchets.

15 years service............ GHc 43O.OO plus a framed certificate and two (2) cartons matchets.

20 years service ...........GHc 48O.OO plus a framed certificate and three (3) cartons matchets.

25 years service........... GHc 53O.OO plus a framed certificate and four (4) cartons matchets.

30 years service ..........GHc 63O.OO plus a framed certificate and five (5) cartons matchets

35 years service ..........GHc 73O.OO plus a framed certificate and six (6) cartons matchets.

40 years service -.........GHc 8OO.OO plus a framed certificate and eight (8) cartons matchets.

Article 44 - Safety Award:

To instil safety consciousness into the employees, there shall be a “Safety Award” to be presented during the “Safety Week” campaign to be organised annually. The exercise is to encourage employees maintain safety methods all the time. Prizes to be awarded shall be discussed with the Union. 

Article 45 - Incentive Bonus:

The Company shall operate an Incentive Bonus Scheme. The rate shall be reviewed every year.

Article 46 - Height Allowance:

An employee engaged on duty for any length of time during his shift at a height of 20 feet and above qualifies for GHc 3.OO per shift.

Article 47 - Study Leave:

The Company may, on application by an employee, grant him study leave to pursue a course in a local or overseas educational institution. Before approving of, or granting such an application, the Company shall determine whether the course the employee intends to pursue will be relevant for it.

In the event of an employee's application for study leave being granted, he shall be made to execute a bond by the Company before he starts the course.

Article 48 - Legal Assistance for Drivers:

In the event of court proceedings being taken against a driver involved in any motor offence whilst driving the Company’s vehicle in the course of his duties, the Company will provide counsel for his defence.

Article 49 - Industrial Accident:

Where an employee dies as a result of injuries sustained on the job, the Company shall pay an amount of GHc 3,OOO.OO to his designated next of kin/beneficiary.

Article 50 - Loans:

The Company shall grant to employees four (4) months basic salary as loans to meet urgent needs. Such loans shall be paid back over 24 month’s period.

Article 51 - Provident Fund:

Contributions to the Provident Fund Scheme shall be 8% by the company and 5% by the employee.

Article 52 - Recall From Leave:

(a) Every employee shall enjoy an unbroken period of leave, however, the Company in cases of urgent necessity in accordance with provisions of this Agreement may require an employee to interrupt his/her leave and return to work.

(b) Where an employee is required to interrupt his/her leave by the company in the circumstances specified in (a) above, he/she shall not thereafter forfeit his right to the remainder of his/her leave but shall take such leave anytime thereafter.

(c) Where the Company requires an employee to interrupt his/her annual leave in the circumstances specified in (a) above, it shall make up to the employee travelling expenses  incurred in addition to 30% of his/her basic monthly salary on account of the interruption on resumption of such leave.

Article 53 - Responsibilities of the Parties:

Both the Union and the Company recognise the serious duties and responsibilities imposed upon the parties by this Agreement. Nothing in this Agreement shall worsen the existing conditions of service and rates of pay of any individual/employee by this Agreement.

SIGNED: FOR-AND-ON BEHALF OF CROCODILE MATCHETS (GHANA) LIMITED

DANIEL HESSE

(PERSONNEL OFFICER)

IDANSO

(MAINTENANCE MANAGER)

SIGNED: FOR-AND-ON-BEHALF OF INDUSTRIAL AND COMMERCIAL WORKERS UNION

SELASSIE GAMEY

(LOCAL UNIORSECRETARY)

COLLINS APPIAH

(LOCAL UNION 1ST TRUSTEE)

Crocodile Matchets (Ghana) Limited - 2010

Start date: → 2010-01-01
End date: → 2011-12-31
Name industry: → Manufacturing
Public/private sector: → In the private sector
Concluded by:
Name company: → Crocodile Matchets (Ghana) Limited
Names trade unions: → Industrial and Commercial Workers Union (ICU)

TRAINING

Training programmes: → Yes
Apprenticeships: → No
Employer contributes to training fund for employees: → No

SICKNESS AND DISABILITY

Maximum for sickness pay (for 6 months): → 95 %
Maximum days for paid sickness leave: → 365 days
Provisions regarding return to work after long-term illness, e.g. cancer treatment: → 
Paid menstruation leave: → No
Pay in case of disability due to work accident: → No

WORK AND FAMILY ARRANGEMENTS

Maternity paid leave: → 13 weeks
Maternity paid leave restricted to 100 % of basic wage
Job security after maternity leave: → Yes
Prohibition of discrimination related to maternity: → No
Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 
Workplace risk assessment on the safety and health of pregnant or nursing women: → 
Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → 
Time off for prenatal medical examinations: → 
Prohibition of screening for pregnancy before regularising non-standard workers: → 
Prohibition of screening for pregnancy before promotion: → 
Facilities for nursing mothers: → Yes
Employer-provided childcare facilities: → No
Employer-subsidized childcare facilities: → No
Monetary tuition/subsidy for children's education: → No
Paid leave per year in case of caring for relatives: → Insufficient data days

GENDER EQUALITY ISSUES

Equal pay for work of equal value: → No
Discrimination at work clauses: → No
Equal opportunities for promotion for women: → No
Equal opportunities for training and retraining for women: → No
Gender equality trade union officer at the workplace: → No
Clauses on sexual harassment at work: → No
Clauses on violence at work: → Yes
Special leave for workers subjected to domestic or intimate partner violence: → No
Support for women workers with disabilities: → No
Gender equality monitoring: → 

EMPLOYMENT CONTRACTS

Trial period duration: → 90 days
Part-time workers excluded from any provision: → 
Provisions about temporary workers: → 
Apprentices excluded from any provision: → 
Minijobs/student jobs excluded from any provision: → 

WORKING HOURS, SCHEDULES AND HOLIDAYS

Working hours per day: → 8.0
Working hours per week: → 40.0
Working days per week: → 5.0
Rest period of at least one day per week agreed: → Yes
Provisions on flexible work arrangements: → 

WAGES

Wages determined by means of pay scales: → No
Adjustment for rising costs of living: → 0

Wage increase

Wage increase: → 6.0 %

Once only extra payment

Once only extra payment due to company performance: → Yes

Premium for evening or night work

Premium for evening or night work: → 125 % of basic wage
Premium for night work only: → Yes

Premium for overtime work

Premium for Sunday work

Premium for Sunday work: → 100 %

Allowance for seniority

Allowance for seniority: → GHS 280.0 per month
Allowance for seniority after: → 10 years of service

Meal vouchers

Meal vouchers provided: → Yes
Meal allowances provided: → No
Free legal assistance: → 
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